1. CICERO MANAGEMENT LTD.
Digital Transformation Change Management Approach
Kenneth Skjøtt Stagis Toft, CEO

2. About Cicero Management Ltd
We help businesses create value through design and implementation of bespoke improvement initiatives
Established 2005, privately held
Long and deep experience with value adding Business Transformation projects across industries in Scandinavia and globally
A team of seasoned professionals consisting of core team and associates
We work closely with our clients at all organizational levels throughout the transformation process
Scandinavian base and approach with a global reach

3. Cicero Management Service Offerings
Operational
Excellence
Strategy
Digital
Transformation
Supply Chain Excellence
DTAR
Business Transformation
Asset Management
Change Management
Organizational Engagement

4. Change Management is Not an Exact Science
Hands- on experience is key
Managing change is a people sport
Understand human behaviour & concerns
Describe and understand your local culture & circumstances
Employ an emphatic and engaging approach

5. Establish the Platform for Change
Communicate the need for change clearly and honestly
Build the change process framework
Engage and collect input from all levels of the organization and stakeholders
Analyze, define and communicate the AS IS

6. Define & Communicate Clear Goals & Objectives
Adapt how goals and objectives are defined and communicated to the audiences
Always communicate face to face
Be clear that maintaining the status quo is not an option
Listen to concerns and collect input

7. Understand Corporate Culture
Do culture and communication diagnostics
Review project management and execution procedures
Prepare culture Risk management review and plan

8. Active Management & Sponsor Support is Vital
Appoint and coach executive sponsor and local sponsors
Build sponsorship activities into the communication architecture
Lead effort by example

9. Build a Structured Approach for Engagement
Engage the entire organization in the AS IS analysis process
Build implementation plan and communication architecture
Provide the required tools and procedures
Structure follow up and responses to issues and concerns
Establish safe zones for open and honest communication and feed back

10. Understand Your Audience & Control Your Messages
Express goals & objectives in a way which relate to the individual’s daily work situation
Respect and harness local knowledge
Report and communicate project progress regularly and honestly
Continuously involve shop floor personnel in problem resolution
Celebrate success as often as you can

11. Understand Concerns & the Psychology of Change
Clearly explain the psychology of change to the organization
Revisit the psychology of change regularly
Understand reasons for individual concerns and respond accordingly

12. Our Proven Change Management Tool Box
Engaging AS IS business analysis process
Communication architecture
Sponsor training and coaching
Brown Paper fairs
Town Hall meetings
Change support work shops
Project Charter
Information sharing platform
Structured progress information
Daily face to face support

13. Mobilisation & communication – How do we ensure success ?
5 Major Deliverables in our Approach
AS IS
Where are we?
To Be
Where are we going?
Business Case
What is it worth?
Project Design
How do we get there ?
Building the overall picture
Growth potentials
Cost reduction
Process mapping
Control procedures and systems
Defining the way forward
Strategy and frame works
Overall model (structure, processes, roles & responsibilities)
Critical Success Factors
Identification & quantification of potentials
Prioritisation
Low hanging fruits
Realisable potentials
KPI’s and monitoring
Implementation road map
Work stream prioritisation
Project structure & design
Activities, schedules & milestones
Roles & responsibilities
Mobilisation & communication – How do we ensure success ?
Precise, frequent & transparent communication to all employees
Organizational preparation for and understanding of positive change and development
Management sponsorship and enthusiasm driving the improvement process
Organizational change culture & ownership